Policy and Procedure Manual

DQJ. Handbook Supplement, Maintenance and Custodial Personnel

GENERAL POLICY

All appointments to positions in the unclassified personnel category shall be on the
basis of merit and fitness and in keeping with the laws and regulations of the State
of Texas and the Board of Regents.

PROBATIONARY PERIOD

The initial period of each regular employee's service in a new position shall be utilized
by the supervisor for closely observing the employee's work, for securing the most
effective adjustment of a new employee to their position, and for rejecting any employee
whose performance does not meet required work standard. The initial period shall be
defined as not less than thirty (30) days nor more than six (6) months.

BEGINNING RATES

The minimum rate of pay for a class shall normally be paid upon appointment to the
class. Subject to recommendation by the Director of Physical Plant to the Vice President
for Finance and Administration, however, original employment at a salary above the
minimum rate may be paid upon certification by the Director of Physical Plant that
such action is justified by exceptional qualifications of the applicant or by reason
of lack of qualified applicants at the minimum rate.

WITHIN-RANGE INCREASES

Salary adjustments within an established range shall not be automatic but shall be
dependent upon specific written request and recommendations of the Director of Physical
Plant and approval by the Vice President for Finance and Administration. Such recommendations
shall be based upon merit with due consideration for length of service.

TRANSFER

All employees in the unclassified service shall be subject to reassignment from one
assignment to another. Insofar as possible, such changes of assignment shall be made
with due consideration to preference of employees, but the needs of the college shall
be determinative.

WORK SCHEDULES

The established regular hours of work for full-time employees shall normally be forty
(40) hours per week, 8:00 a.m. to 5:00 p.m., Monday through Friday, except on official
college holidays. The Director of Physical Plant may approve exceptions to this schedule.

OVERTIME

Refer to DHP (7) of the Policy & Procedure Manual

TEACHER RETIREMENT PROGRAM

Refer to section DI and subsections thereof in the Policy & Procedure Manual.

SOCIAL SECURITY

All employees of the college are required to be covered by old age and survivor's
insurance.

HOLIDAYS WITH PAY

Refer to the section DRA and DRB in the Employee Handbook and/or the Policy & Procedure
Manual.

VACATION

Refer to the section DHK in the Employee Handbook and/or the Policy & Procedure Manual.

Personal leave for whatever reason and sick leave because of illness of dependents
or immediate family of a full-time employee may be allowed up to three (3) days per
year, with such leave charged against the employee's sick leave.

Personal leave shall not be used to extend vacations or scheduled holidays. Nor can
personal leave be taken during critical school days such as registration, final exams,
UIL, graduation, etc.

Requests for personal leave must be approved by the immediate supervisor and the Director
of Physical Plant.

Immediate family is defined as spouse, mother, father, sister, brother, children,
grandchildren, grandparents, sister or brother-in-law, mother or father-in-law. (Relatives
of former spouses are not considered immediate family.)

An employee may resign in good standing by submitting their reasons for resignation
in writing to their supervisor at least two (2) calendar weeks prior to the effective
date of the resignation. No employee shall be granted vacation leave subsequent to
the effective day of the employee's separation. All resignations shall be reported
to the supervisor for approval by the Director of Physical Plant.

DISMISSAL AND DEMOTION

The Director of Physical Plant may remove or dismiss an employee for inefficiency,
insubordination, or other good cause. The dismissed employee will be entitled to two
(2) weeks severance pay at his regular rate providing the employee has been employed
for a minimum of six (6) months. The Director of Physical Plant shall inform the employee
and the Vice President for Finance and Administration of the reasons for the action.

APPEALS PROCEDURES

Appeals concerning rates of pay, classification of positions, hours of work, disciplinary
action, and other conditions of employment may be made by the employee through established
supervisory channels. In unusual cases, employee appeals may be referred for final
decision to the President. Any employee has a right to make an appeal without prejudicing
his employment to the college. An employee should consult with their supervisor concerning
interpretations of the rules, working conditions, and other personal matters, and
should feel free at all times to discuss their problems with the supervisor.

JOB PLACE ETIQUETTE

The college maintenance department should practice common rules of etiquette of any
good business. The following points are mentioned to guarantee the continuance of
high professional work behavior:

No radios, television, or similar items should appear in the work areas unless they
are being used for formal instructional purposes or are used to receive news of national
importance.

No eating, drinking, or smoking should take place in the work place. No work place
will have coffee cups, soft drink bottles and the like in evidence.

Lights and air conditioning must be turned off when work places are unoccupied.

Uniforms are provided and must be worn at all times. A new employee who has not received
uniforms should wear clean, neat pantsuits, jeans, or long pants that are coordinated
with tops. Shorts and tank tops or sleeveless shirts will not be accepted dress.

BREAKS

Every employee working for four (4) consecutive hours in a shift is entitled to one
(1) twenty (20) minute break at approximately the midpoint of the shift.

Breaks are to be taken only in areas that are approved by the Director of Physical
Plant, and no other area. The twenty (20) minute break starts when the employee leaves
his/her assigned work area, and concludes upon returning to the assigned work area.

All break areas are to be kept neat, clean, and orderly. All trash is to be removed
daily, and cans are not to be accumulated to take away at a later date.

South Plains College does not discriminate on the basis of race, color, national origin, sex, disability or age in its programs and activities. The following person has been designated to handle inquiries regarding the non-discrimination policies: Vice President for Student Affairs, South Plains College 1401 College Avenue, Box 5, Levelland, TX 79336, 806-894-9611